Can Women Say “No” to Sexual Harassment in the Workplace?

Can Women Say “No” to Sexual Harassment in the Workplace?

Flair J. Karaki (Al-Quds Open University, Palestine)
Copyright: © 2014 |Pages: 16
DOI: 10.4018/978-1-4666-5067-1.ch007
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This case is about sexual harassment in the workplace and how the organization handles this problem. One of the female employees working for Delta Food Company was forced to resign from her job after management claimed that her performance was below average. The top management made this decision after a thorough discussion with her direct supervisor. The dismissed employee not only suffered from poor performance accusation but also from sexual harassment in the workplace. Delta was made aware of the sexual harassment the employee was facing; however, top management insisted on firing the victim. They did not perceive her to be an asset to the organization. She believed that their actions were a direct result of her courageous behavior in reporting complaints against the harasser after keeping silent for more than one and a half years. She assumed that Delta had the legal responsibility to reimburse her for damages resulting from sexual harassment.
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Case Description

Sexual harassment is an ongoing and growing problem in workplaces worldwide. It is considered as a kind of sex discrimination. The majority of studies on sexual harassment were published in the 1990s (Hunt, Davidson, Fielden & Hoel, 2007). Many countries all over the world especially in the West have been concerned about sexual harassment in the workplace and the increasing rates of sexual violence against women in the workplace (Cochran, Frazier & Olson, 1997). It is fair to say, women experience sexual harassment more than men (Blumenthal, 1998; Rotundo, Nguyen & Sackett, 2001).

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